Employee Value Proposition, Transformational Leadership, Employee Engagement and Innovative work Behavior.
| dc.contributor.author | Ssebiragala, Brian | |
| dc.date.accessioned | 2018-10-20T08:24:44Z | |
| dc.date.available | 2018-10-20T08:24:44Z | |
| dc.date.issued | 2018-10 | |
| dc.description | A research dissertation submitted to Makerere University in Partial Fulfillment of the requirements for the award of masters of Human Resource Management of Makerere University, Plan A | en_US |
| dc.description.abstract | The study was set out to investigate the relationship between employee value proposition, transformational leadership, employee engagement and innovative work behavior. It was directed by four objectives; to establish the relationship between employee value proposition and employee engagement, to establish the relationship between transformational leadership and employee engagement, to establish the relationship between employee engagement and innovative work behavior, to establish the relationship between transformational leadership and innovative work behavior. A sample of 196 from a population of 400 employees of the Medical Research Council according to Krejcie and Morgan, (1970) table was used. The proportionate stratified random sampling technique was used together with simple random sampling particularly manual lottery method to get a sample from the strata from which data was collected revealing the following results. Correlation results revealed a positive relationship between employee value proposition and employee engagement (r=.247, P≤.01), a positive relationship between transformational leadership and employee engagement (r =.257, P≤.01), a positive relationship between employee engagement and innovative work behavior (r =.486, P<.01) and a positive relationship between transformational leadership and innovative work behavior (r =.154, P ≤.05). Regression results showed the variable in the model predicting only 22.7% on the variance in the dependent variable with employee engagement being the most dominant predictor of innovative work behavior (Beta = .489, P ≤.00). The researcher recommended that organizations focus on identifying more precedent factors of engagement as this is a strong predictor of innovative work behavior. He also recommends more research into other predictors of innovative work behavior because variables in the model according to the regression analysis could only predict innovative work behavior by 22.7%. This could be an area for future research. | en_US |
| dc.identifier.citation | Ssebiragala,B.(2018). Employee Value Proposition, Transformational Leadership, Employee Engagement and Innovative work Behavior.Unpublished Master’s Dissertation. Makerere University Business School, Kampala, Uganda. | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12282/3212 | |
| dc.language.iso | en | en_US |
| dc.publisher | Makerere University Business School | en_US |
| dc.subject | Employee Value Proposition | en_US |
| dc.subject | Transformational Leadership | en_US |
| dc.subject | Employee Engagement | en_US |
| dc.subject | Innovative work Behavior | en_US |
| dc.title | Employee Value Proposition, Transformational Leadership, Employee Engagement and Innovative work Behavior. | en_US |